5 Performance Plan of Human Resources Department

Work plan of human resources department 1

1. Learn and master the salary, employment policy, welfare and departmental employment standards

5 Performance Plan of Human Resources Department

Work plan of human resources department 1

1. Learn and master the salary, employment policy, welfare and departmental employment standards of the hotel, and make basic preparations and guarantees for recruiting personnel and serving employees well.

2. Staff recruitment

(1) After the candidate hotels publish the recruitment notice information, they mainly publish the recruitment information through the talent market, xinyi city Talent Network and TV rolling subtitles (or in the form of mass information). Hotels can also recruit employees through publicity color pages, publicize hotels and expand their popularity. I have to recruit myself with social workers.

(2) The employment mechanism is to arrange the most suitable person in the most suitable position. According to the intention of the applicant and the specific actual situation of the personnel, the thinking of the personnel is channeled and guided, so that the actual situation of the employees is consistent with the positions applied for.

(3) Prepare personnel to establish the talent pool of the hotel, timely register and back up the information of personnel interested in working in the hotel, and ensure the timely replenishment of department personnel and the normal operation of posts.

(4) Retaining people At present, there is a great turnover in the hotel industry, which is a great threat to the stability of service level, especially the turnover of excellent employees, and it is urgent to control the turnover rate. At ordinary times, we should take the initiative to "talk" with employees at work, give timely ideological guidance to employees who are inclined to leave and are ready to leave, find out the main reasons for their departure, and ensure the stability of employees 13 and the reasonable flow of employees.

3. On-the-job training provides employees with training in hotel history, basic etiquette and courtesy, security and fire fighting, safety production, employee manuals, etc., and provides ideological guidance for employees, so that employees can have a very appropriate understanding and understanding of the hotel from the fundamental ideological understanding and mentality, and ensure that they establish correct thinking concepts, service concepts and work concepts in their work.

4. Logistics Support Without logistics support, the stability and normal operation of the hotel cannot be guaranteed. Strengthen the supervision and management of dormitory, canteen, water and electricity, office supplies at work, and create a better living and working environment for employees.

5. Establish the corporate culture of the hotel, emphasize the entrepreneurial spirit and shape the corporate image.

The image of enterprise spirit has strong cohesion, appeal, guidance and binding force for employees, and can increase employees' trust, pride and honor in the enterprise. The human resources department is the "hotelier" that employees contact for the first time, and it is the window for candidates to form their first impression of the hotel, so the gfd, cultural literacy and comprehensive quality of the employees of the human resources department are the direct reflection of the hotel profile; Employees in the human resources department should explain "hotel culture" to employees at the beginning of their employment, so that employees can understand the hotel culture and identify with the corporate culture, because this can not only reflect the strategic objectives, group consciousness, values and moral norms in the production and operation activities of enterprises, but also condense employees' sense of belonging, intention and creativity, reduce staff turnover and guide hotel employees to work hard for the hotel and their own development.

6. Inform the staff of the decisions and policies of the hotel's senior leaders in a timely manner, report the staff's suggestions and opinions collected on weekdays in a timely manner, and put forward their own opinions and suggestions according to the specific situation of the hotel, so as to keep the personnel flow to a minimum.

First, improve the system and realize standardized management.

Successful enterprises come from excellent management, and excellent management comes from excellent and perfect systems. With the continuous development of society, a perfect management system is undoubtedly the basis of its sustainable development. Therefore, it is urgent to improve the original rules and regulations and apply a reasonable and scientific hotel management system. In order to further improve the hotel system and realize the standardization of management, the employee handbook will be revised in 2009, so that employees can have laws to follow. Of course, while emphasizing consistency, we also pay attention to giving employees the freedom to develop their talents, and launch a new salary plan to encourage employees to use their brains and let go boldly.

Second, strengthen training and improve the training mechanism.

The competition of enterprises ultimately boils down to the competition of talents. At present, the comprehensive quality of employees in all departments of the hotel generally needs to be improved, especially the department heads and foremen, who have great responsibilities. It is necessary to make a training plan according to the actual situation and bring them help from the tangible benefits. In addition, the training of new employees is crucial.

In 2009, all employees were trained in relevant rules and regulations every quarter, and etiquette training was not conducted once every six months. In addition, the practical training of relevant skills of various departments must also be conducted once every six months. And the training is assessment, and the salary level is determined by the actual assessment of skills and the usual hospitality etiquette and attitude. This can strengthen the customer service of employees and make our software by going up one flight of stairs.

Third, assist the department and actively listen to the suggestions and opinions of employees.

Continue to cooperate with various departments to assist in handling incidents. 2009 is a year of hotel development, and having a united and innovative team is the guarantee of hotel development. Therefore, actively listening to the recommendations and opinions of employees is the focus of the personnel department. Only when employees can happily serve our customers can we develop better and faster in the new year.

Work plan of human resources department 2

I. Guiding ideology

In view of the weak adaptability, innovation and promotion ability of employees, combined with the company's overall development strategy in the Eleventh Five-Year Plan, we will vigorously promote the quality improvement project of employees, highlight the training of high-skilled and high-tech talents and the reserve training of professional and technical forces, and provide suitable human resources for the company to establish outstanding enterprises with sustainable competitiveness.

Second, the preparation principle

(a) the combination of strategic training, applicability training and improvement training.

(two) for all staff, highlighting the key points.

(3) Centralized management, overall arrangement and clear responsibilities.

(4) Revitalize resources and pay attention to actual results.

Third, the main task of training

(1) Combine the company's new technologies, new equipment and new processes, take career development as the driving force, take skill appraisal as the means, and take skill training, technical competition and mentoring system as the carrier to vigorously promote the cultivation of high-skilled talents.

1, set up training courses for refining, continuous casting, steel rolling, welders and instrument technicians (including senior technicians, technicians and default technicians), with the number of trainees * * *; Training courses for welders, instrumentalists, boilers, steam turbines and other senior workers were held.

2, high standards, strict requirements, conscientiously do a good job in the company locksmith, crane workers and other general jobs and some industries of young workers skills competition training, training company-level technical experts. At the same time, according to the requirements of the country, province and industry, organize the selection and training of participants in relevant post skill competitions, and train 2 technical experts at or above the provincial level.

3. Vigorously implement the training project of skilled personnel.

Based on reality, all units provide 1 employee with rich theory and strong writing skills as assistants for experienced skilled talents (special technicians, responsible technicians, etc.). ), forming a team of 1 excellent skilled personnel and 1 highly educated assistants. Tutors impart practical experience to assistants, and assistants help tutors improve their theoretical knowledge and sort out their operating experience, know-how and experience.

4. Select 50 backbone operators for pelletizing shaft furnace, blast furnace, converter, continuous casting, refining and rolling. Go to related similar enterprises for on-site follow-up training to learn and understand advanced operation techniques and methods.

(two) make full use of internal and external resources, and vigorously carry out continuing education and technical upgrading training for professional and technical personnel.

1, play the role of training center, and offer training courses such as computer application promotion, computer three-dimensional drawing, hydraulic technology, frequency conversion technology, plc and English at different levels.

2, combined with the development of new products, there are plans to hire experts at home and abroad to teach "knowledge", to carry out technical lectures; In combination with on-site technology and equipment, experts from equipment manufacturers are invited to the company for on-site training in high-level hydraulic technology, frequency conversion technology and special instruments, so as to promote the promotion of new technologies and new processes.

3. Intensify overseas training, send 100 outstanding professional and technical personnel to the company and other foreign advanced enterprises for corresponding job training, and send 100 outstanding professional and technical personnel to relevant domestic enterprises and universities to study, improve professional and technical level, and provide intellectual guarantee for the company's technological progress and technological transformation.

(3) To meet the needs of the company's development and management promotion, strengthen the training of all kinds of management personnel needed by the company.

1. According to the requirements of the provincial party committee, provincial state-owned assets supervision and administration commission, the group and other superiors, senior and middle-level managers are selected for training in a planned way to further improve the production, operation and management capabilities of senior and middle-level managers.

2, increase the intensity of full-time rotation training for managers at all levels. Training the newly promoted or proposed middle-level and grass-roots managers on their qualifications; Taking mba core courses as the main content, combined with the actual management and requirements of the company, a full-time rotation training class for middle managers 1 year was held; Taking the theory and practice of grass-roots management as the main content, hold the second phase of off-the-job rotation training course for grass-roots managers for more than 6 months; Continue to focus on the "Training Course for Enterprise Team Leaders" and organize 5 off-the-job training sessions 1 month among key members of the team; Combine general management ability with professional management ability, and hold a training session for purchasing and selling system personnel for more than 6 months.

(four) continue to carry out adaptability and improvement training of various related knowledge and skills at different levels.

1. According to the requirements of certification of various management systems, centralized training on obtaining evidence and renewing certificates for internal auditors, relevant management personnel, personnel in key positions and special operations personnel with more than XX employees shall be continuously carried out at different levels; Take a combination of self-run classes, team learning and online learning, hold all-staff training on laws, regulations and document systems, and cultivate employees' awareness of quality, safety and environmental protection.

2. In order to standardize equipment management and reduce equipment accidents, external experts held a standardized routine inspection and maintenance training course for senior and middle managers, equipment section chiefs and professional routine inspection personnel; Take the initiative to run classes and carry out equipment operation and maintenance personnel training with tpm equipment management knowledge and simple equipment maintenance, equipment management regulations, emergency plans and job responsibilities as the main contents.

3. Cooperate with the continuous improvement of the company and continue to do a good job in personnel training and user training at all levels of the system.

(V) Do a good job in the personnel reserve training of the company's "Eleventh Five-Year Plan" new technical transformation projects, and start the training of key personnel such as furnace chief, foreman, converter main steelmaking worker and rocker, refining and continuous casting squad leader in advance according to the project plan.

Four. Implementation strategy and safeguard measures

(A) increase publicity, strengthen modern training concepts, and create a learning atmosphere for all staff.

The company will make managers at all levels deeply realize that "training and development are the driving force for the rapid development of enterprises" and "training is the first process of production" through the publicity and reports of TV, newspapers, websites and other media. It is their unshirkable responsibility to cultivate and develop subordinates and build high-quality teams. Starting from the company's strategy of building an excellent enterprise with sustainable competitiveness, they consciously attach great importance to the learning and growth of employees; At the same time, the company must create a "need to learn" atmosphere as a whole, so that employees can truly realize that "it is the responsibility and obligation of every employee to adapt to the post requirements and improve their own quality". Training is an effective way to help employees improve their viability and post competitiveness and strive to improve their learning initiative.

(two) improve the training system, strengthen the assessment and incentive, improve the training management system.

1. In order to meet the requirements of the company's management reform and human resource management centralization, we will optimize the training management process, revise and improve the management measures for employee training and development, standardize management, and improve the efficiency of training and development.

2, strengthen the plan management, strict assessment, to ensure the training effect. All training is divided into company training, unit self-training and delivery training, which are managed centrally, and training centers and units are inspected and assessed regularly according to the assessment requirements of economic responsibility system; At the same time, strengthen the assessment of trainers and link the training results with the treatment and use.

3. Improve the training incentives, assess and reward the project implementation units, outstanding students and outstanding teachers (including part-time teachers) who have achieved remarkable training results, and at the same time improve the subsidy standards for part-time teachers' training and teaching, and encourage employees to impart knowledge and experience.

(three) the integration of internal resources, give full play to the advantages of technical departments, improve the ability of independent training and development; Strengthen foreign cooperation and exchange, realize complementary training resources and meet high-level training needs.

1. Give further play to the role of the training center in general professional (post) basic theory and skills training, solve the training infrastructure resources through multiple channels, improve the hardware facilities level of the training center in general post skills training, and meet the basic skills training needs of employees.

2. Give full play to the advantages of technical center, information automation center, maintenance center and other units (departments) in on-site technical and on-site operation training, and bring their resources into the management scope of on-site technical and skill training resources of related majors (posts) of the company to ensure the pertinence and practicability of the training required by the company.

3, starting from the overall interests of the company, break the boundaries of units (departments), make full use of existing and idle resources, promote mutual learning, exchange and training between different units of the same type of work, and realize the sharing of training resources.

4. Strengthen the screening of foreign training information, choose to cooperate with excellent training institutions, make full use of social resources, and at the same time strengthen mutual cooperation with other brother units to achieve complementary advantages.

(four) to further strengthen the construction of trainers and the development of training materials, and provide qualified teachers and effective training blueprints.

1. Invite experts to the company to conduct professional training for internal trainers (especially part-time teachers), examiners and training administrators, so as to improve the overall quality of trainers.

2. Organize the company's professional and technical personnel, develop a batch of training materials in line with the company's equipment and technology reality, and speed up the improvement of the test question bank and case base to meet the training needs.

3. Give full play to the professional advantages and business specialties of the training center, so that it can provide business guidance for independent training of all units.

(5) Strengthen process management and monitoring to ensure training quality.

In the process of training project implementation, we insist on management according to training quality management standards, focusing on "three links" such as training preparation, training implementation and evaluation. On the one hand, it urges the training responsible unit to do a good job in curriculum design and teacher selection according to the needs, strengthen the management and quality control of teachers' teaching process, and strictly assess students; On the other hand, improve the evaluation method of training effect, and measure the training satisfaction from the aspects of students' reaction, academic performance and employer's evaluation.

Verb (abbreviation of verb) related explanation

(1) All major trainings of the company (including centralized trainings of the company, independent trainings of all units, delivery trainings, etc.). ) included in this plan (see attached table for specific training items), and other temporary training shall be managed according to unplanned training.

(2) Training programs related to Party building and trade union work are included in the Party School plan of the company, and daily political study and team study are included.

(3) Before the start of each training project, the implementation plan must be declared one week in advance according to the regulations, and implemented after being examined and approved by the Human Resources Department.

(4) The Human Resources Department is responsible for the interpretation of this plan.

Work plan of human resources department 3

According to this year's work situation and shortcomings, combined with the company's current development situation and future trends, the human resources department plans to carry out the work in 20021year from the following aspects:

First, improve the system and gradually realize the standardized management of human resources.

At present, the Group is in the preparatory stage, and various systems are not yet perfect. According to the actual situation of the company, we will define the organizational structure and formulate a set of group human resource management operation process system. At the same time, guide all subsidiaries to improve the company's human resource management system according to their own industry characteristics and refer to the group's human resource management system, and gradually realize the standardized management of the company's human resources. The establishment of various systems is planned to be completed before 20xx, x, x, x.

1, to establish a new employee induction management system;

2. Establish a new training management system;

Training is an effective way to improve the quality of company employees, but it needs systematic implementation to be more effective. The new training system will implement credit value and bring it into the scope of performance appraisal. Learning materials are divided into new employees, professional accomplishment and management skills. All employees in each business category and professional quality category need to participate in learning, and employees in each business category participate in learning. New employees belong to new employees. Learning methods will be diversified, companies and departments will be organized in a unified way, and individuals will study by themselves, and they will go out for inspection and training. During this year, students will be evaluated and awarded certificates.

3, improve the employee handbook:

Employee Handbook is a learning guide to guide employees to be familiar with the company's corporate culture, the company's code of conduct and the daily work flow. It is also a compass to guide employees. First, the original terms are not suitable for enterprise development, then the controversial terms are refined, and then new materials are added, such as basic etiquette norms.

4. Improve the salary and welfare system:

In the new year, in order to cooperate with the implementation of performance management and improve the welfare system, the original salary structure will be adjusted.

5, the establishment of group rank management system and assessment system:

In order to better control collectivization, the ranks of the group will be sorted out, divided into administrative series and professional series, and measurable standards will be drawn up for the evaluation of ranks. For example, the distinction between ordinary employees and senior employees will be based on the time of entry and the time of social work in the same position.

6, improve the performance appraisal management system:

202 1 Implement performance appraisal step by step, summarize the monthly appraisal situation, and summarize and modify the materials that need to be improved to better meet the performance management needs of the company.

Second, strengthen staff training management and further improve the overall quality of employees.

At present, the overall basic ideology, service awareness, daily basic etiquette knowledge and business knowledge of the employees of the subsidiaries of the Group need to be improved. 202 1, conduct a comprehensive training demand survey and make an annual training plan. Training will be classified according to induction training, business skill training, intensive training and basic quality training, and the annual training xx system will be implemented:

1, new induction training;

2. Business knowledge training;

3. Strengthen training;

4. Basic quality training;

5. Cooperate with external training institutions to broaden training channels;

6. Organize outward bound training.

Third, constantly improve performance appraisal to promote the steady improvement of employee performance.

The company will implement a new performance appraisal model, and there will be a gradual adaptation process. In the process of trial implementation, they should constantly sum up, find out the performance appraisal standards that are more suitable for departments and individuals, strengthen the performance interview between department heads and employees, and leaders should give more guidance to their subordinates' own shortcomings, constantly improve their own performance, so that employees' work potential and business skills can be continuously improved in the process of performance appraisal.

Fourth, do a good job in talent reserve and replenish the missing and urgently needed talents in time.

With the diversified development of the company and the continuous expansion of its business, the group's requirements for talents are gradually improving. In order to replenish in time when it is urgently needed and ensure the normal development of daily work, our department will reserve talents through multiple channels.

Five, improve the salary and welfare structure, improve market competitiveness.

In order to cooperate with the new performance appraisal model, it is planned to make some adjustments to the original salary structure in order to better promote the implementation of performance appraisal and achieve the incentive effect. For the amount of performance pay bonus, a new scheme will be put forward and implemented after being approved by the company leaders. The salary advantage is very competitive in the market. Every enterprise should make a positioning according to its own actual situation, and at the same time introduce some personalized welfare policies, which is also very helpful for attracting and retaining talents.

Six, enhance the enterprise team spirit and cohesion.

Harmonious labor relations and strong team consciousness are important guarantees for the sustained and stable development of enterprises. In the daily work relationship, advocate the concept of honesty, cooperation and sharing, strengthen communication and cooperation between departments and colleagues, and strive to jointly accomplish the work goals and tasks of departments and companies. In the daily company activities, we plan to organize some activities that are conducive to team building.

Work plan of human resources department 4

According to this year's work situation and shortcomings, combined with the company's current development situation and future trends, the human resources department plans to carry out the work in 20021year from the following aspects:

I. Work development

1. Further improve the organizational structure of the company, define and distinguish the powers and responsibilities of various functional departments, strive to realize the scientific application of the organizational structure, stop major adjustments within X years, and ensure the operation of the company under the existing organizational structure;

2. Complete the job analysis of each position in the company to provide scientific basis for talent recruitment, salary evaluation and performance appraisal;

3. Complete the daily recruitment and distribution of human resources;

4. Carry out salary management, improve the salary structure of employees and implement a scientific and fair salary system;

5. Fully consider employee welfare, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employees' sense of ownership and dedication, and enhance enterprise cohesion;

On the basis of the existing performance appraisal system and referring to the performance appraisal methods of advanced enterprises, the performance appraisal system can be perfected and run normally to ensure that it is linked with salary. In order to improve the authority and effectiveness of performance appraisal;

7. Vigorously strengthen the training of employees' post knowledge, skills and quality, and increase the development of internal talents;

8. Carry forward excellent corporate culture and corporate tradition, and infect people with excellent culture;

9. Establish internal vertical and horizontal communication mechanisms, mobilize the subjective initiative of all employees of the company, and establish harmonious internal relations. Brainstorm ideas and serve the development of enterprises;

10, do a good job in controlling the turnover rate and predicting and handling labor relations and disputes. It not only protects the legitimate rights and interests of employees, but also maintains the image and fundamental interests of the company.

Second, matters needing attention

1, human resources work is a systematic project. It can't be done overnight, and the human resources department should follow the principle of step by step when designing and formulating annual goals. If we blindly pursue speed, the human resources department will not be able to guarantee the quality of the target completion;

2, human resources work for a growing company, is a very important basic work, at the same time also need the company up and down in Qi Xin, all departments cooperate with * * * to do a lot of projects, therefore, it needs the attention and support of company leaders. Whether to change ideas from top to bottom and the degree of support and cooperation provided by various departments are the key to the success or failure of human resources work. Therefore, after setting the annual target, the human resources department implores the company leaders and departments to assist in completing it;

3. This work objective is only the basic document of the work of the Human Resources Department in 20021year, not a specific work plan. In view of the fact that the construction of enterprise human resources is a long-term project, the Human Resources Department will formulate a detailed work plan that matches the target for each job. However, this work goal can only be put into practice after being studied and approved by the company leaders. If the company adjusts the departmental objectives, the human resources department will complete the annual work according to the adjusted objectives. Similarly, specific plans, programs, systems, forms, etc. For each target project.

Work plan of human resources department 5

The construction of organizational structure determines the development direction of enterprises. In view of this, the human resources department should first complete the improvement of the company's organizational structure. Based on the principle of stability, rationality and soundness, through the prediction and analysis of the company's future development trend, the scientific organizational structure of the company is formulated, and the rights and responsibilities of various functional departments are determined and distinguished, so that the responsibilities of various departments and positions are clear and clear, and there is no blank and overlap. The organizational structure is scientifically applied to ensure the good operation, standardized development and sustainable development of the company's operations within the existing organizational structure.

First, the specific implementation plan

1, 202 1 x month x day to complete the rationality investigation of the company's organizational structure and staffing;

2. Complete the draft organizational structure design of the company before X months, solicit opinions from all departments, and submit it to the general manager for review and modification;

3. Complete the organization chart of the company, the organization chart of each department, and the staffing plan of the company before X months. Each department cooperates with the structure to determine the job description and workflow of the department. The human resources department is responsible for filing.

Second, matters needing attention

1, the organizational structure of the company depends on the company's long-term development strategy, which determines the efficient operation of the company's organization. The design of organizational structure should be based on concise, scientific and pragmatic policies. An oversimplified organization will lead to a heavy workload, and middle and senior managers will be tired of dealing with daily affairs, which will hinder the company's development pace; Too many organizations will lead to increased management costs, uneven workload, increased workflow links, mutual shirking, overstaffed personnel, and decreased overall efficiency of the organization, which will also hinder the development of the company;

2. Organizational structure design should not be based on the records of the existing organizational structure, but on the company's overall development strategy and the company's operating needs in a certain period in the future. Therefore, don't stick to the rules, let alone make things up. The determination of every functional department and every job must be carefully demonstrated and studied.

3. The design of organizational structure needs to pay attention to feasibility and operability, because the organizational structure of the company is the basis of the company's operation, as well as the establishment of departments and staffing.

Three. Matters and departments that need support and cooperation in the process of achieving the goal

1. To investigate the rationality of the company's existing organizational structure and staffing, and to investigate the future development trend of various departments of the company, all functional departments need to fill in relevant investigation forms, and the human resources department needs to read the job descriptions of existing departments of the company;

2. After the publication of the draft organizational structure, all departments should be invited to review and put forward valuable opinions, which must be finally decided by the company leaders.

202 1 The recruitment and allocation of human resources that the human resources department needs to accomplish is based on ensuring the daily recruitment and allocation of the company, adjusting the organizational structure, and improving the responsibilities of various departments and the specific work of the company after the post. Therefore, it is an important part of daily work and the work content under specific circumstances. The human resources department will complete this work in strict accordance with the needs of the company and the requirements of various departments.